June 18, 2021
In 2021, descriptions of the state of employee retention sound like disaster movie titles. The great resignation. The turnover tsunami. The attrition armageddon. (Okay, I made up the last one. But you get the point.)
So why are employees leaving in droves?
COVID-19 didn't end job plans, it just put them on hold. Employees waited for the dust to settle before handing in their resignation. Retaining these people is hard – often impossible.
Another reason employees are hitting the road: Diverging priorities. After months of working from home, they may feel like the new (old) work model is not for them.
There's a lot you can do at this point. Truly listen to employees. Craft programs and policies with care. Explain the reasoning behind them. Aim for the sweet spot between flexibility and guidance.
With 41% of the global workforce considering a job change in the next year, continuously improving the employee experience has never been more important.
All the best,
Maresch from Back
Any business team involved in people processes has skin in the game when it comes to optimizing the employee experience – and ultimately retaining talent. Inspired by templates like the Business Model Canvas, we designed the Employee Experience Canvas to help you visualize and remove points of friction for your employees. Gather a small group of 3 to 5 people, block 90 to 120 minutes on your calendar, and let’s get to work.
Did you know that 20% of turnover happens in the first 45 days? The way you run your onboarding processes can make or break your new hires' long-term opinion of the organization. Luckily, there are plenty of tools to help your team optimize onboarding. We group them into three buckets: 1) Building the foundation, 2) Ongoing work behind the scenes, and 3) Continuous employee touchpoints. In this article, we run through why each bucket matters, what to look out for, and which tools we recommend.
Workers are gaining leverage over companies. With record numbers of open positions and people voluntarily leaving jobs in the US, companies will need to "work harder to attract and retain talent." [The New York Times]
Some companies are fighting burnout with extra time off, but it requires a bit of coordination. Read about why LinkedIn, Mozilla, PwC, and The New York Times are offering collective PTO. [Quartz at Work]
There are winners and losers in the WFH revolution. Winners: Work introverts and those adept at using online communication. Losers: Entry-level workers in less established positions. Don't the "losers" need a safety net? [The Atlantic]
There's a time and place for non-negotiable vs. flexible HR policies. What does your data say? Would flexibility help you compete for top talent? Are you emphasizing service over policy? These are just some of the questions that help leaders decide. [Forbes]
Without a hybrid model, retaining some employees will be impossible. 12% of workers have moved more than 50 miles away from their company’s office location since the pandemic began. Another 22% may follow suit. [Microsoft]
🇺🇸 Director, People Ops & Analytics at Impossible Foods (Redwood City, California)
🇨🇦 People Business Partner at Webflow (Ontario/US remote)
🇬🇧 VP of People & Culture at Getsafe (London/Heidelberg/remote)
🇩🇪 Head of HR at CODE (Berlin)
🇩🇪 Director of People Operations at Infarm (Berlin/remote)
🇨🇭 Head of Employee Success at Frontify (St. Gallen, Switzerland)
🇪🇸 Senior People Operations Specialist at Typeform (Barcelona)
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This newsletter is brought to you by Back. Back helps companies provide a seamless employee experience by giving them easy access to the support they need – from onboarding journey to parental leave request to payroll question.
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